META-ANALYSIS OF PERSONALITY-JOB PERFORMANCE RELATIONS: A REPLY TO ONES, MOUNT, BARRICK, AND HUNTER (1994)

Tett, Jackson, and Rothstein's (1991) meta-analysis identified higher average correlations for personality in predicting job proficiency than did Barrick and Mount's (1991). Ones et al. suggest that discrepancies between the two studies involving the Big Five personality dimensions are due to certain procedural differences. In this reply, we show that their arguments do not adequately explain the noted discrepancies. We also show that, because personality traits correlate significantly with job performance both positively and negatively beyond chance levels, use of absolute values, contrary to Ones et al., is important in meta-analyses involving personality. Addressing all of Ones et al.3 statistical concerns, re-analysis of Tett et al.k main data set results in slightly lower mean validities (e.g., .24 vs.29 for fully corrected values based on confirmatory estimates), and renders non-significant the job analysis/no job analysis distinction found to be significant in the original study. Tett et al.'s main conclusions, however, remain unchanged. We suggest that Barrick and Mount's lower mean validities may be due to their averaging signed correlations, pooling exploratory and confirmatory findings, and to the use of different inclusion criteria for selecting source studies.     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

Perceptions of risk in intimacy and social participation

The present study examined the relations between individuals' social lives and the risks they perceived in being intimate with others. Participants maintained a variant of the Rochester Interaction Record (Wheeler & Nezlek, 1977) and completed the Risk in Intimacy Inventory (Pilkington & Richardson, 1988). The results indicated that, compared to people who perceived less risk, people who perceived more risk in intimacy had less rewarding social lives on measures of socio-emotional and socio-instrumental dimensions of interaction. Risk in intimacy concerns were particularly salient for women in their interactions with the opposite sex and for men in their interactions with the same sex. In addition, the statistical associations between perceptions of risk in intimacy and characteristics of interactions within close opposite-sex personal relationships varied as a function of participants' sex and the nature of this personal relationship.     

Learning Multiple Family Therapy Through Simulated Workshops

Multiple Family Therapy (MFT) can be learned more rapidly through simulated workshops. A chronological approach to a simulated workshop is outlined describing mechanics and techniques. The hardest parts of simulated and real MFT are taking off and landing. Specific exercises are detailed to facilitate the early phases when professionals tend to simulate excessive psychopathology. However, recovery is usually rapid and dramatic in simulations; thus, the workshop leaders appear impressive. How to end "healthily" is the final challenge. Group input for assessment of simulated and real MFT is essential. From this feedback, subassertives and schizophrenics may be at the highest risk for deleterious effects from real MFT.     

Résumé Construction for a Counseling Position

Faculty members of the Counselor Education Department at Auburn University were asked to complete the Job Résumé Questionnaire (Feild & Holley, 1976). Comparisons of responses were made between faculty and a control and experimental group. The experimental group was given data on faculty opinion and asked to construct a résumé. The control group was given no data but completed the questionnaire. Correlation coefficients yielded low positive relationships between faculty and student responses to the questionnaire. A higher positive relationship existed, however, between faculty responses to the questionnaire and actual items appearing on the résumés constructed by the experimental group.     

Speculations About Problems in Conducting Research with Public Offenders

Problems in conducting research with public offenders are legion. These problems include the lack of a systematic body of knowledge, the lack of avenues of dissemination of information, the lack of a data base describing the situation as it is now, and the lack of communication and/or rapport between researchers and many criminal justice staff members. In addition, ethical concerns about human research are becoming more evident and need to be dealt with. While a few ways of coping with these problems are mentioned, solutions often depend almost entirely on the quality of the setting and the individuals involved in it.     

Behavior Therapy in a Family Context: Treating Elective Mutism

This paper discusses the necessity of using both behavioral and family approaches in combination, while working with electively mute children. The symptom and its significance within the family system is presented along with a rationale for avoiding the pitfalls of individual approaches with such children. A case history outlining specific behavioral techniques is described in detail with an exploration of the use of reinforcement theory, counter-conditioning, and successive approximations in bringing about change in electively mute children. The need for bringing about changes within the family system so as to maintain the changes that have occurred through use of the behavior techniques is discussed and presented as crucial to the treatment process. The paper takes the position that either approach, by itself, will not be effective in helping electively mute children but that the treatment of choice is a combination of therapeutic techniques.     

EFFECTIVENESS OF AN ATTENDANCE CONTROL POLICY IN REDUCING CHRONIC ABSENTEEISM

An attendance control policy based on the Katz and Kahn (1966) motivational pattern of legal compliance was implemented in one department of a large manufacturing organization with two comparable departments serving as controls. A pre-post measure of absenteeism served as the criterion in a 2 × 3 factorial analysis of variance. The factors were the attendance control policy and 3 levels of absence groups (high, average, and low). It was hypothesized that a control policy based on legal compliance would lead to a meaningful reduction in absenteeism among high absence workers who were considered to be chronic absentees by the organization. The results supported the effectiveness of the attendance control policy among chronically absent workers, although the policy did not lead to improvements in attendance among regular attenders. The implications of the study are discussed in the context of organizational efforts to control chronic absenteeism.     

Assessment Strategies for the Handicapped

This review of assessment strategies for handicapped populations is intended to provide counselors with assessment perspectives as well as specific suggestions. The review emphasizes the counselor's role as a member of a diagnostic team and the need to consider a variety of information in the formation of meaningful intervention strategies.     

JOB SURVIVAL OF NEW EMPLOYEES1

The job survival of 1,736 newly hired workers across a variety of organizations is examined. Voluntary and involuntary turnover are analyzed separately over the first 29 weeks on the job. Moderate support is found for a theory of job survival which distinguishes between the effects of job attitudes on voluntary withdrawal and job performance on involuntary withdrawal. Organization related factors such as pay and training are better predictors of job survival than are individual variables such as race, sex, age, and education.